I/O Psych - Stress and Well-Being Chap. 11
Hindrance Related Stress
Constraints that interfere with one's work. It is negatively related to job satisfaction and positvely related to job serching and voluntary turnover.
Work interfering with life examples (bi-directionality)
-Extensive, irregular inflexible work hours -Work overload -Interpersonal conflict at work -Extensive travel -Career transitions
Life interfering with work examples (bi-directionality)
-Interpersonal conflict in the family (domestic issues) -Unsupportive family members -Elder care -Child care and events of child illness
Encouraging balance in the work-life dynamic
-Job Crafting (flex time/place) -Resource assistance (childcare assistance, on-site laundry, and healthcare ) -Organizational culture which is supportive -Supervisor role support -Employee autonomy
Job Demands-Resources Model
-Job elements can be categorized as demands or resources. -Model is useful for explaining performance, motivation and well-being. -The key is equilibrium between demands and resources which results in engagement.
Demands
Aspects of the job which can be physical, psychological, social or organizational in nature. They can require effort or skill (physical or psychological [cognitive/emotional])
Resources
Aspects of the job which help meet the demands. They are functional in achieving work goals and can reduce job demands, thus, reducing associated physiological and psychological costs. Resources also stimulate personal growth, learning, and development.
Stress
Any FORCE that puts a psychological or physical function beyond its range of ability
Behavior Based Work-Life Conflict
Behavior required in one role will make it difficult to fulfill requirements of another role. A warm/emotional/vulnerable style of behavior often expected within the family contradicts the behavior expected within a managerial role like stable/aggressive/objective behavior.
Burnout
Consequence of ongoing elevated stress & strain. Causes emotional exhaustion, depersonalization, reduced sense of accomplishment, and it is negatively associated with many personal and work related outcomes (low life satisfaction, and low productivity)
Perceptions of conflict
Controlling for hours worked, wealthier White parents perceive more conflict than poorer White families and Black families in general.
Demand and Resource Imbalances
D>R =Burnout, and R>D = Boredom
Creative Management
Designing work team functioning around autonomous employees such as cross-training, dynamic scheduling and greater flexibility
Results Oriented Work Environment (Kelly & Moen)
Focuses on work accomplished, not the time spent. Gives the employee more autonomy with their schedule, and it results in lower work-life conflict, lower turnover intention, improved health and increased performance.
Long-term Cortisol Impact
Heart disease, High blood pressure, Diabetes, Depression, anxiety, etc.
Instrumental (FSSB)
Helping employees in job crafting, and setting up individualized solutions
Cortisol
Hormone that is released when people experience strain, with many implications for brain function and physical well-being.
Physiological Strain
Illness becomes more frequent, chronic disease, and development of heart disease
Emotional Strain
Less patience, increased irritability, decreased self-esteem
Job Related Strain
Low job satisfaction and less motivation
Time Based Work-Life Conflict
Multiple roles may compete for a person's time. Excessive time spent at work or with the family will result in work-family conflict.
Challenge Related Stress
Perceived as opportunities for learning, growth, and achievement. Results from time pressures at work, high levels of overload and job overload. This type of stress is motivating and positively related to job satisfaction.
Role Modeling
Practicing WLB and communicating when choices are made and that they are choices
Spillover
Similarity between what occurs in the work and family environments. Aggression can spill over into the different domains.
Strain Based Work-Life Conflict
Strain or negative psychological/physical outcomes produced by one role (tension, anxiety, fatigue, depression, and irritability) will make it difficult to fulfill requirements in another role.
Family-Supportive Supervisor Behaviors (Hammer & Kossek)
Supervisors are the gatekeepers of WLB policies, and they are instrumental in setting norms, controlling access, and managing workers. There are 4 main categories.
Emotional
Support and encourage. Have empathy for employee's situations.
Short-term Cortisol Impact
Suppression of the immune system, digestion slowed, and prefrontal corte activity is reduced
Work-Life Conflict
The incompatible demands between the work and life roles of an individual makes participation in both roles more difficult. Work-life interactions do not always result in conflict
Crossover
Transmission across individuals, whereby demands and their consequent strain cross over between closely related persons. Burnout in a coworker can crossover into your own life.
Strain
Undesirable personal OUTCOME that result from stressful experiences